Analytical study of the Impact of Automation on HR Processes

Ms.Parminder K Narula (Assistant Professor)

E mail id:pkn2469@gmail.com

Institute of Engineering and Technology

Alwar. Rajasthan

ABSTRACT

The main aim of the project is to develop a Human Resource Module for the Intranet Automation of HR
Software for an organization It is the process of transforming your burdensome, time-consuming paper-based
HR processes into a streamlined, web based system. Automation is everywhere, and its impact on human
resources is expanding, but many say HR professionals are only dimly aware of the trend. The concept behind
HR automation is Employee self service and Manager self service. It also enables managers to create, track and
manage a variety of employee attributes, such as appraisal, competencies and training. The module enhances
good communication facilities between employees and HR Administrator. To allow the HR of an organization
to update the employee details whenever there is a change in the employee profile pertaining to that
organization. The primary focus of this paper is to investigate the impacts of the introduction of Business
Process Automation on Human Resource

Keywords – Automation, Intranet, Administrator, web based system

Introduction

The HR road ahead

No one can predict the future or how far technology will eventually advance, so it is possible many HR jobs and
functions will be replaced with automation sometime in the future. However, the necessity of complex human
interaction in HR will prevent machines from completely taking over. Human resources is a field that is unlikely
to ever be fully automated Computers are not about to wholly replace human beings in the HR function, but they
are about to shake it up. Like many aspects of cloud and business digitization, where tasks are taken away from
us as humans, we are generally speaking being given more scope to direct our work towards more creative
endeavors and to innovate.HR managers who fail to embrace the new digital tools of the trade might just risk
demoting themselves to being not a whole lot more than a human shoulder to cry on… and pretty soon there
could be a Smartphone app for that as well. Will automation cause the workforce of the future to be dominated
by malevolent, beady-eyed robots gleefully expelling humans from their offices and cubicles to lay claim to
their jobs? Probably not. But if it takes scary robots to alert HR professionals to the importance of tracking and
responding to the rise of automation in the workplace—and the threat that automation could pose to the careers
of many—the image will have served its purpose.

Functions of HR that may be automated?

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Payroll and benefits management has the greatest potential for being automated in the future. Artificial
intelligence programs will likely not have much trouble in effectively distributing those. This will save HR
employees time and allow them to focus on where their career matters most – working with employees.
Applicant tracking systems already do much of the heavy lifting when it comes to sorting through resumes,
although they still require humans to continue the hiring process from there. Other functions that can be
automated include timesheets, time off requests and expense claims.

Literature Review

The second half of 20th century seems to go down in the history as the age of technology. There has been more
technological knowledge gained in the last 50 years than in all previous history and the growth is accelerating.
Time has been telescoped by technology. Science is knowledge systemized to discover great truths. Technology
is a science applied to the industrial art. Science is concerned with understanding, while the technology is
concerned with practical uses. Science and technology have come to affect every aspect of our lives and, as a
result society is changing at a speed, which is quite unprecedented. The modem technology unlike the earlier
technology is significant not much for its magnitude, but for its speed. There is a great technological explosion
around us Technological changes are strategic factors in the growth of the economy. Technological change has
always involved and will continue to involve, problems of human adjustment. Whenever a technological change
takes place; a certain amount of social adjustment is necessary on the part of all those affected. The degree of
adjustment required will naturally vary with the magnitude of the change. It is a matter of historical fact that
many innovations have been opposed by various interested parties and the installations of new production
methods have taken place in an atmosphere of hostility and fear. The implication of introducing technology is
that the worker is unable to cope with the increasing pace of technological changes and he experiences fear of
job loss, alienation, powerlessness, professional obsolescence, anxiety and fear towards changes. The
technology-base The technology-based or automated organisations today require far more specialists than the
command-and-control companies we are accustomed to. A good deal of work is being done differently in these
enterprises. Traditional departments are serving as guardians of standards, as centres for training and the
assignment of specialists. Specialists performing various functions work together as teams - task focussed team.
Complexity of people's relationships within and to the organization is the central socio psychological problems
of an industrial era. Tensions and alienation results not from the advent of technology but rather from the way it
is introduced.' Another source of tension and alienation man and technology face is our failure to recognise that
many of our most important problems cannot be qualified and solved by even the most sophisticated computer
techniques. Computer cannot weigh problems of ethics, ultimate goals and subtleties of human relationships.
Computer can help the execution but it cannot supplement him in his most exacting decision. There's no doubt
that a more automated future is coming. Employers predict 17 percent of work will be automated by 2020,
compared to about 5 percent in 2014, according to Willis Towers Watson, a global consulting company.

For HR, automation increasingly affects workforce strategy. It vastly expands the potential of, and expectations
for, HR analytics. Technology is transforming traditional HR functions such as hiring, training and benefits
administration. And the execution of all this change demands a strong HR role.
The understanding and use of the power of automation may prove to be the dividing line between those who
advance in the field and those who are marginalized and, eventually, automated out of their HR jobs.
Some HR operations "have woken up and are leading a higher-purpose conversation on the trajectory of
automation within their organizations," says Robert Bolton, a London-based partner with KPMG, a global
consultancy. "But far too frequently I'm seeing other business divisions raise the issue, and HR is nowhere to be
seen."
A chief information officer at a telecommunications company told Bolton that HR was not leading on anything
with respect to automation and the workforce. The CIO proposed taking over the HR function, as he saw the
integration of humans and machines in the workplace as the job of IT. "I think HR needs to step up—and step
up quickly—because other functions are laying claim to where the action is," Bolton says.
But owing to chaotic processes, the HR team is usually knee-deep in delays and inefficiency. It is also
considered a cost centre rather than a function that drives value. The reality, however, is that HR processes are
in dire need of efficiency and productivity. Automation can help achieve this without breaking a sweat. The

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revolutionary trends of computerization have reached the peaks achieving global ga in all fields and sectors. The
HRMS systems getting computerized are leading to a new and innovative way to approach to above said. With
the major organizations hosting services of HRMS our project specifically aims to the total computerization of
the HRMS. With the total automation of HRMS, the manual dependency is minimized to a large extent. It
inherits all the properties of computerizing a system which includes quick response, less processing time, fast
recovery, robustness, flexibility, reliability, scalability. Today’s trend demands high rate of automation for the
HRMS as the organizations are growing in exponential form and maintaining employee records in a consistent
format. To satisfy the needs of clients, today’s organization need more and more of workforce. The HRMS
system takes care of this by taking in resumes from new aspirants and allowing the HR to view them in and do
selections there upon.

HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before
the client–server architecture evolved in the late 1980s, many HR automation processes were relegated to
mainframe computers that could handle large amounts of data transactions. In consequence of the high capital
investment necessary to buy or program proprietary software, these internally developed HRMS were limited to
organizations that possessed a large amount of capital. The advent of client–server, application service provider,
and software as a service or human resource management systems enabled increasingly higher administrative
control of such systems. The project works on intranet network. Human Resource Management Software has
implemented different modules such as Library, Project Management, Marketing, etc. These modules are
helpful in connecting all the employees working in the organization in those respective departments. But there
are a few shortcomings of above modules which do not allow full automation of HRMS. The system has not
implemented the HR Module for the employees regarding his/her General details – Personal information Skills
Details – Technical aspects Project analysis – Technical Experience Intranet Decision in assigning proper
skillful hands for the project is an important issue in HR Module. The HR Administrator should report with the
personal holding the necessary skills required for the project assignment. The decision in making analysis about
the employee’s skills is of prime importance. The proposed system provides detail general information about the
employee along with Educational, Certification, Skill and Project details. It enhances the HR Management in
adding, viewing and updating employees’ details and generates various reports regarding employee’s skill and
experience. Users of SWOT analysis need to ask and answer questions that generate meaningful information for
each category (strengths, weaknesses, opportunities, and threats) to make the analysis useful and find their
competitive advantage.

Introduction:

Human resource management is an essential part of every company. Whether it’s hiring new employees,
training, or ensuring that local labor laws are complied with, HR processes are a vital part of every company.
But HR has usually been thought of as a highly manual department process. They are used to rolling up their
sleeves and getting the job done themselves. But all that’s changing. Automation is invading the HR space, and
very soon everything that can be automated, will be automated. Current HR staff need to adapt to the coming
changes or get left behind in the dust. What does this mean for HR now and in the future? Are workers going to
become obsolete? Are they going to find their job roles differ from what’s typically expected of them? Let’s
take a closer look.

what is hr automation? HR automation is the process of enhancing the efficiency of the HR department by
freeing employees from tedious manual tasks, and allowing them to focus on complex tasks like decision
making and strategizing. By automating standard and repetitive HR activities, organizations can reduce the cost
and time they spend on manual HR planning and processing.

Strategic Human Resource Management Using Automation Strategic human resource management identifies the
long-term best uses of human talent as revealed by HR data. Traditional HR management mostly implemented
directives from the top-tier. With strategic automation, HR teams can reduce paper shuffling and focus the
attention on more strategic roles of HR like talent forecast, pipeline succession, and more.

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HR FUNCTIONS BENEFIT FROM AUTOMATION

RECRUITING

A major function of the HR department, recruitment can influence how a company performs. Finding the right
candidate for a job is a combination of mundane tasks and strategic decisions. Sourcing resumes, for instance, is
a task that takes a lot of time and can be performed more efficiently with automation. Organizations with highly
automated HR functions use AI to cherry pick suitable resumes from online pools. This allows the human effort
to be saved for tasks that require judgment calls.

ONBOARDING AND OFFBOARDING

A company typically deals with multiple onboardings and a few off boarding formalities every month. A large
part of these two processes is predictable and repetitive. From collecting documents and training to conducting
exit interviews, it’s good business sense to automate these HR processes. Automating them facilitates deeper
insights and feedback that can be utilized to improve HR functions in future.

PERFORMANCE MANAGEMENT

HR teams also have to manage a significant part of an employee’s development at work along with their
managers. Activities such as appraisals, timesheet tracking, leave management, and event planning are just a
fraction of what their work entails. Automating these processes with effective HR software can ensure
efficiency and faster turnaround times.

PAYROLL MANAGEMENT

Workforce transformation has led to the introduction of remote employees, freelancers, and contractors to
organizations. On-time payroll processing is critical for businesses that wish to retain competent teams and
vendors. Automation software can help these processes function seamlessly. HR teams are also responsible for
benefits administration to employees, which can be streamlined with automation.

HR ANALYTICS

HR teams deal with massive amounts of data from their vast range of responsibilities. From simple counts of
new employees in a quarter to complicated employee engagement metrics and productivity levels, analysis of
HR functions can provide powerful insights into driving the organization in the desired direction. HR software
typically features powerful analytics capabilities that facilitate valuable insights.

COMPLIANCE

Automation allows HR teams to record data regarding process performance. These records prove useful during
audits when the team has to demonstrate compliance.

Performance Management: Tracking, analyzing, and measuring employee performance at workplace is not an
easy task for the HR managers. Inefficiencies and biases manage to get in somehow. Introducing automation
processes in the field of performance management helps them to track the important KPIs of the employees
accurately and to check if their paths are aligned with the goals of the organization.

Leave management: Without a proper leave management solution, the process is mostly manual. The records
have to be kept separately for payroll Automation in the field allows companies to make use of an efficient leave
management platform wherein a single dashboard allows for applying, approving, and checking of leaves with
no hassle of recording anything elsewhere.

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 .

Failure to automate your HR process can be a problem that only compounds as your business grows. Here are a
few reasons why.

1. Lost Efficiency

By not automating repetitive and laborious tasks, you lose efficiency. Your HR staff will have their time spent
on monotonous and unproductive tasks.

2. Prone To Errors

Tasks like verifying timesheets, calculating payrolls, and checking leaves, can be easily done by a machine. But
having them done by humans might pave the way for errors. Once set up, automation does it perfectly, without
any errors, unlike the human counterpart.

3. New Candidates Can Have A Bad Experience

Candidates have a disheartening experience if HR doesn’t follow up with them regularly. That’s easier said than
done.HR staff are swamped with a mountain of other tasks, making them to unknowingly forget or miss out on
getting back to candidates. This is a bad hiring experience, and even if they are eventually hired, it is bound to
leave a bad taste in their mouths.

Popular HR Processes for Automation

We’ve been talking about human resource management and processes that should be automated. But what are
the processes that HR staff actually use? Which is their best bet?

Softwares like Kissflow HR Cloud have a plethora of hr tools you can use to automate crucial processes. Here
are a few of them.

Top 6 Features Every HR Automation Software Must Have

There are several automated HR systems available in the market today. To check whether one is in tune with
your HR processes, you need to cross-check the list of features this automated HR software offers. Here is a list
of six features every HR automation software must have:

1. Actionable Insights

Speed up the decision-making process with visual-rich reports and dashboards

2. Omni-Channel Access

Access information related to any HR process, anywhere, at any time, on any device

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 3. Quick Integration

Synchronize data with other HR management systems through API integrations

4. Risk Mitigation

Make all HR processes tamper-proof with audit trails and 360-degree visibility

5. Automated Alerts

Set automated alerts to keep employees on track and complete tasks on time

6. Dynamic Workflow

Design unique, automated HR workflows that are in tune with every HR process

Why Invest in HR Automation?

1. Lessening of printing and storage costs related to paper-based processing. Easy access to online documents
anytime, anywhere!
2. Efficient screening, hiring, and training of staff. Employee information is available at one central
location. Employee engagement rate can be enhanced while providing the newly-joined staff with a
smooth onboarding
3. Reduced data entry errors owing to less involvement of humans in the process. Saves time and efforts, making it
easier for HR professionals to focus more on rather productive tasks. The overall reduction in costs.
4. Prevent unnecessary costs and legal troubles arising because of instances of fires, thefts, manual errors,
compliance errors, or equipment failures. Data can be backed up at regular intervals manually or automatically,
and if any mishaps occur, data can be restored from the cloud.
5. Predictive analytics to gather insightful data which helps make intelligent business decisions. Craft tailor-
made learning and development modules with the help of virtual reality; identify and work on areas to improve.
Companies employing AI in their training endeavors have witnessed a 32% increase in employee
productivity and a 43% increase in employee retention.
6. Deloitte found out through a survey that technical skills, complex problem-solving skills, and cognitive abilities
are some of the top skills that managers expect to be improved with the introduction of AI/robotics in their
enterprises.
7.
Components you need to look for in an HR management software
The enterprise-level HR Msoftwares have features and components that aren’t necessary for a small business
which adds to the complexity. The best way to choose the best HR management software for your business is to
break down your requirements and see which solution fits your requirements.

Components and features you should be looking for when evaluating different hrm software options.

1. Application tracking
An applicant tracking software (ATS) assists HR staff in optimizing their recruitment process and closing job
openings faster. These applications sift through resumes; find suitable candidates, schedule interviews, and store
resumes securely over the cloud for easy accessibility and document management. Web-based ATS SaaS
Platforms are perfect for all businesses, regardless of what their size or budget is.

An ATS module automates all manual tasks involved in the recruitment process, optimizes it end-to-end, and
gives HR managers enough time to spend on critical tasks like interviewing candidates. Applications like Bright
Move, Kissflow HR Cloud, Workable, Clear Company, and Zoho Recruit extend enterprise-level functionalities
to SMBs in a feature-rich platform to streamline their application tracking process and hire the best candidates.

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 Must-have features:

 Seamless integration (e-mail, website, job board)

 Multi-channel accessibility (cloud, mobile, browser)
 Document management (cloud storage)
 Collaborative (share it with interview panel)
 Progress reports (status, feedback)

2. Employee on boarding
Organizations place all their trust on onboarding checklists. Although checklists are useful, their high propensity
for errors and time-consuming nature make them less desirable. On the other hand, a robust onboarding
software has a great impact on the readiness and performance of a new hire. Undergoing a solid onboarding
experience reduces the time-to-productivity of employees, improves their morale, heightens engagement, and
reduces turnover rate.

As the on boarding process differs from one company to another, a platform that is easily customizable by the
HR staff will be more appropriate for your organization than a packaged off-the-shelf human resources
software. An efficient onboarding application like BambooHR, Kissflow HR Cloud, Zenefits, or Cake HR take
the stress off the onboarding process and make onboarding hassle-free and memorable for both new hires and
HR staff.

Must-have features:

 Self-service option for candidates

 Customizable workflow
 Multi-user access
 Electronic forms and e-signatures
 Compliance management

3 Performance management
Performance management systems play a vital role in aligning employee interest in the organization’s mission.
Opting for a broader, continuous approach will list the process of goal setting, implementing, reviewing,
evaluating, and revising under the umbrella called performance management. A structured, constructive
approach can make employees happy, induce a sense of loyalty and give businesses a competitive edge in the
market.

A proper performance management system facilitates growth for individuals and the organization. Performance
management system options like Work board, Kissflow HR Cloud, Cezanne, and Small Improvements help all
businesses from SMBs to enterprises define expectations and shared responsibilities clearly, provide continuous
coaching and feedback, and assess employee performance accurately. They come with pre-built customizable
performance evaluation templates that simplify launching and administering performance cycles.

Must-have features:

 Customizable performance review templates

 Comprehensive assessment criteria
 Define review cycle (Time, goals-individual/team/department)
 360-degree feedback (self, supervisor, peers)
 Review results (collect, organize, display, and analyze)

4. Employee training and development

Training and development software offers HR admins and supervisors a feature-rich interface to create and
manage employee training programs quickly. Using training and development software, businesses can easily
identify the training needs, implement a program, retrieve feedback, and analyze the effectiveness of
the employee training process. In addition to reducing the workload of trainers, they also offer the management
a 360-degree view of the training process.

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 HR Management software platforms like Mentis, Kissflow HR Cloud, and Bizimply extend end-to-end
automation with an easily accessible database, seamlessly integrated with other modules like forms, folders,
calendars, etc. while offering the option to pre-define the workflow that needs to be followed. These
applications allow organizations to deploy centralized employee training programs to their staff and measure the
outcome effortlessly.

Must-have features:

 Manage it all (trainers, programs, trainees)

 Schedule sync (with Google/Outlook calendar)
 Real-time feedback (trainer, trainees)
 Review results (assessment, productivity)
 Revise strategy

5. Payroll
Payroll software minimizes human intervention and associated errors by automating the process and
empowering your HR staff. What previously took 3-14-day for the HR department to compute will barely
remain to be a few hours of work. Automated systems improve the accuracy of critical details, store confidential
payroll information securely, perform complex calculations using pre-defined and customizable rules.

Payroll Management Software extends improved control over the payroll process, letting you configure changes
without needing IT support. Businesses can keep up with statutory requirements and adapt to rising business
needs quickly using these flexible applications. Solutions like Zenegy Owner, Patriot Software, Orange Payroll,
and PeopleBookHR make accessing, retrieving, modifying and analyzing payroll data completely hassle-free.

Must-have features:

 Robust and secure

 Functionally rich interface
 Omni-channel compatibility (mobile, web, cloud)
 Integrated accounting (tax, salary, PF)
 Customizable rule-engine

6. Employee management
Employee management software helps businesses overcome inevitable challenges in employee management.
These human resources software options allow HR managers to handle everyday tasks like forecasting
workload, scheduling shifts, allotting schedules to employees, and managing workload to keep employees
engaged and productive. Maintaining an archive of all labor-related data in a centralized database lets
organizations make a comprehensive analysis and make informed decisions.

Having a seamless employee management process can keep business activities moving forward without hiring a
dedicated resource to handle them. Employee management softwares like Deputy, Kissflow HR Cloud, Ultipro,
Orange HRM, and Natural HR provide businesses a powerful employee management system with customizable
workflows, centralized database, rule-based engine, and in-built reporting module.

Must-have features:

 Employee directory
 Monitor, track, and record tasks
 Access on the go
 Resource planning
 Reporting module

7. Timesheet management
Timesheet management software records, tracks, and monitors employee performance. A good timesheet
software synchronizes the number of employees in an organization with their working hours to measure

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 productivity and determine the labor hours involved in completing a specific task. It can be used to establish a
process for timesheet tracking and approval, record working hours, retrieve leave details, and calculate their
salaries accurately.

Platforms like People Book HR, Zenegy Owner, and Kissflow HR Cloud offer the option to integrate with
third-party applications to capture and analyze the performance of an employee, a project or even a task and
export the report in any format. Organizations can use these applications to determine their scheduling and
hiring needs, streamline their payroll, and make insightful decisions to optimize workload and workforce.

Must-have features:

 Time clock
 Seamless approvals
 Interactive dashboard
 Real-time reports
 Easy integration with payroll and human resource software

8. Leave management
Leave management is connected to the organization’s bottom line. However, prioritizing leave requests and
ensuring proper availability of the workforce cannot be done with partial visibility. Leave Management
software automates the process and provides transparency. These software tools offer employees a self-service
option to apply, track and manage their days off. Managers and HR staff have the option to view, approve/reject,
and keep track of these requests.

Leave Management Applications like Cake HR, Zenefits, and Kissflow HR Cloud help businesses customize
their leave types, holiday list, workflow (route requests directly to managers) for approval/rejection. HR teams
can analyze leave patterns and retrieve insights on employee performance and diligence. These applications help
organizations track all type of leave requests (sick, vacation, paid), ensure adherence to leave policy without
dissatisfying employees.

Must-have features:

 Configurable fields (leave type, policy, holiday list)

 Leave balance auto-update
 Customizable leave request approval workflow
 Carryovers and overtime
 Transparency

Popular HR management software for small businesses

We evaluated different HRM softwares available in the market that caters to the small businesses. Here are
some of the very best platforms that you should consider when choosing your solution.

1. BambooHR
BambooHR is an HR Management Software specifically designed for SMBs. Bamboo HR has a lot of features
we mentioned earlier like applicant tracking, onboarding, performance management, employee
management, time-off management, etc.

2. Kissflow HR Cloud
Kissflow is an all-in-one HR suite that comprises of all essential core HR modules, a self-service portal, tracking
capabilities, rule-based workflows, and advanced reporting functionalities. Built for businesses of all sizes, the
system comes with powerful modules for recruitment, onboarding, performance management, leave and
attendance management, training management, and off boarding. Following the footsteps of traditional HR
management, Kissflow HR Cloud ensures compliance with role-based access to confidential employee
information.

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3. Zenefits
Zenefits is a cloud-based HR management software that has a range of different HR tools but specializes in
payroll and benefits administration. You can also integrate with dozens of enterprise and productivity apps using
Zenefits.

4. CakeHR
CakeHR is a recruitment automation platform which also has other HR modules like timesheet management,
leave management and onboarding. You can create powerful reports using CakeHR and get insights on your
processes.

5. Gusto
Gusto is a HCM tool that packs all essential HR software features for successful onboarding, benefits
management, and performance management in a modern, easy-to-use interface. You can try their one month
trial to learn how it fits your SMB.

6. Zoho People
From onboarding and attendance management to time tracking and appraisals, Zoho People platform has a range
of business applications to automate HR processes.

Things to remember when choosing your HR management software

Taking on the challenge of selecting the best HR management software is a time-consuming yet fruitful process.
It is critical to select an HR software solution that comes with a galaxy of flexible yet powerful human resources
modules which is easy to implement and effortless to manage. In order to find the perfect software that fits your
HR processes like a glove, you’ll need a crystal clear understanding of what your needs are.

Top 6 Features Every HR Automation Software Must Have

There are several automated HR systems available in the market today. To check whether one is in tune with
your HR processes, you need to cross-check the list of features this automated HR software offers. Here is a list
of six features every HR automation software must have:

1. Actionable Insights

Speed up the decision-making process with visual-rich reports and dashboards

2. Omni-Channel Access

Access information related to any HR process, anywhere, at any time, on any device

3. Quick Integration

Synchronize data with other HR management systems through API integrations

4. Risk Mitigation

Make all HR processes tamper-proof with audit trails and 360-degree visibility

5. Automated Alerts

Set automated alerts to keep employees on track and complete tasks on time

6. Dynamic Workflow

Design unique, automated HR workflows that are in tune with every HR process

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Functions Of HR thar Cannot be automated

Generally speaking, positions that require complex social interaction are not as likely to be replaced by
automation in the near future. Because HR requires this skill set, HR positions are unlikely to be replaced. In
fact, human resource managers are listed as one of the jobs least likely to be replaced by automation in the
future per MSN. Jobs that involve managing others are also less likely to be automated in the future. HR
positions join other subjective, medical and creative jobs such as writers, lawyers and dental professionals as
positions unlikely to be taken over by machines.

Human resources involves face-to-face human interaction on a regular basis. HR professionals must employ
critical thinking skills and be able to adapt to the specifics of each case before them. Each individual employee
and candidate at an organization will be different and cannot have their needs met by an automated HR
department. Allowing automation to fully take over the hiring process would be disastrous, as employers would
get a very poor idea of fit for the position and would pass up better candidates who may have less impressive
credentials on paper.

Conclusion

The evaluation of the HRM department is based on three driving forces. The following three forces must be
addressed by HRM departments that want to continuously increase their value while reducing costs. 1.
Information technology; HRM professionals are facing a digital future. The rapid growth in the field of
computer hardware, software, networking, and telephony services is absolutely essential to the HRM movement.

2. High-speed management; to be competitive, all companies must work smarter and faster. Intranet HRM is
definitely a smarter and quicker form of service delivery than traditional HRM.

3. Networked organizations; Intranet HRM departments are more likely to emerge in networked organizations
than in traditional and bureaucratic companies. The proliferation of information technology such as local area
networks, e-mail, and corporate intranets are the trademarks of a flatter networked company. All of these forces
reflect the enormous impact that information technology has, and will continue to have, on every process and
procedure in the HRM department. Successful information of a intranet HRM department will clearly increase a
company competitive advantage.

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